Managing Strategic Change

SCOPE OF CHANGE

Nature of Change

Realignment Transformation

Incremental

Adaptation Evolution

Big Bang Reconstruction

Revolution

Strategies change and evolveManagement need to understand three considerations (1) The type of Change

Required

In large part, cultural considerations Time available Capacity – resources, IS/IT, Management

Effort Features to preserve Workforce readiness to change Organizational Diversity Power to effect change Capability Scope of change

(2) The wider context of Change

Restraining Forces

Driving Forces

Anxiety about job security

Fresh challenge in job

Change seems less stimulating

Improved rewards

Fear of loss of power, status

Increased job discretion

(3) Force field analysis

Style Characterised by Appropriate to

Education & Comm

Persuasion Incremental change, willing staff

Collaboration & Part

Involving those affected

Incremental change, supportive culture

Intervention Change agents Incremental change

Direction Managerial authority, probability of resistance

Transformation

Coercion Use of power to impose change

Times of crises

Styles of Change Management : There are main 5 Styles

Change Agents 1. Strategic leadersFive Approaches: Strategic Analysis (design focus) Human Assets (developmental focus) Expertise (as source of comp ad focus) Control (by procedure & monitoring) Change (as continuous process) 2. Middle Management 3. Outsiders

Change Management Roles

Turn around strategy – when business in terminal decline

CRISES STABALIZATION, MANAGEMENT CHANGES, COMMUNICATION WITH STAKEHOLDERS, ATTENTION TO TARGET MARKETS, CONCENTRATION OF EFFORT, FINANCIAL RESTRUCTURING, PRIORITIZATION

Change Management Levers

CHALLENGING THE PARADIGM CHANGING ROUTINES USE OF SYMBOLIC PROCESSES

POWER AND POLITICS COMMUNICATION AND MONITORING

TACTICS

CHANGE MANAGEMENT LEVERS